Thanks Rutwik for the great feedback and question!
In that situation, it's better to error on the side of caution. In general, I operate assuming people will stay. This also helps me think deeper in my long loops. So I can grow them better, which is often the reason they'll stay longer. If you have a specific situation you wanna talk, don't hesitate to DM me. It's been a long time 🙂
i think the important that you figure out which one need to be solved first (fast loop). Both your given examples above I just faced 3 weeks ago, and I did exactly as you mentioned in this article.
Loved the article Suresh.
Small question - in the long loop should an Engineering Manager also consider the employee turnover ?
You as an EM have invested substantially in building your team, what if this effort does not give you the result because they switch their jobs.
I am dont know if this should be considered at all by an EM.
Thanks Rutwik for the great feedback and question!
In that situation, it's better to error on the side of caution. In general, I operate assuming people will stay. This also helps me think deeper in my long loops. So I can grow them better, which is often the reason they'll stay longer. If you have a specific situation you wanna talk, don't hesitate to DM me. It's been a long time 🙂
i think the important that you figure out which one need to be solved first (fast loop). Both your given examples above I just faced 3 weeks ago, and I did exactly as you mentioned in this article.
Wow! I'm so glad this post was relatable. Thanks for sharing.
Fast loop: get him/her someone for paired programming or peer review everyday for an hour may be
Slow loop: get him/her training about technology as well the system architecture, best practices etc.